Archive for the ‘Human Resources Management’ Category

The New World of Recruiting Great Talent

Thursday, June 25th, 2015

HR on Demand Team Member Jill Feldman shares helpful tips for recruiting top candidates for your company:

Teamwork It’s a brave new world for recruiting talent. No longer can we place a job posting on an online job board and assume the candidates will flock to us. Whether it’s the quantity or the quality of applicants, companies are finding it harder than ever to recruit and hire top talent. It’s a new world out there, and in a candidate-driven marketplace, many of our usual “active-recruiting approaches” simply aren’t working.

Why?

It’s simple. With the rise of technology and a focus on self-gratification, top candidates are in the driver’s seat and more in control of their careers than ever. They’re hyper connected, often having multiple career opportunities available at once and they’re not afraid to “job hop” to satisfy their goals.

Consequently, in order to hire top talent and succeed in this new world of recruiting, we must move away from our traditional methods and old school tactics and move towards “new world” thinking and “new world” tactics.

This kind of thinking involves:

  • Focusing on finding a great employee who will serve the organization well beyond today and into the future.
  • Selling the applicant on those aspects of the job and the company likely to be most appealing to him or her. This approach suggests applying the same tools to identify and appeal to applicants that you use to identify and appeal to customers.
  • Focusing on defining the characteristics and qualities of a great employee and, then, using the methods that are best suited to provide you with information about an applicant’s abilities and aptitudes related to these characteristics and qualities.
  • Identifying your best sources of great employees and tailoring your recruiting and hiring methods to best fit that target audience.
  • Taking a much broader perspective on finding top talent and looking at not only the fit between the person and the job but also at the fit between the person, the company, the boss, the coworkers, etc.

Here are some “new world” strategies you can use to recruit and hire top talent:

Know Your Top Employees

Get to know your top employees. Where did they go to school? Where did they work before they came to you? What newspapers/magazines/blogs do they read (both work-related and non-work related)? What hobbies do they have outside of work? What community and/or charity events do they attend? The more you know about your top employees, the more information you will have to help you identify and appeal to great new sources of top talent.

Owning the Recruiting Function

Recruiting and hiring is NOT the sole responsibility of Human Resources. Anyone who has people reporting to them is responsible for recruiting and hiring. The new world of recruiting and hiring top talent requires that you and your organization help all managers own their role in recruiting and hiring. It also requires that you and your organization provide resources (e.g. training, online resources) to your company’s managers to help them improve and strengthen their skills in this area.

Involve Potential Co-Workers

One of the most important and often, most overlooked, aspects of hiring is the fit between an applicant and their potential co-workers. Employees can be one of your most effective recruiting tools. By sharing information about their work environment, employees have the potential to attract great talent. You can have employees do things like interview the applicant, give the applicant a tour of the facility, and take the applicant to lunch. These activities allow employees to share important, work-related information with the applicant. By creating ways for this happen, it shows both applicants and employees that you care about them.

Know and Sell What Makes Your Company Unique

Organizations that do a great job of recruiting and hiring top talent know their values and they know what makes them unique. Most importantly, they find ways to show who they are throughout the recruiting and hiring process. Organizations who understand this concept know who they are and they use creative ways to show who they are during the recruiting and hiring process.

Doing the same thing over and over again and expecting different results is no way to meet the demands of the new world of recruiting and hiring top talent. You must think differently and act differently to get different results. What are you doing to think differently and act differently about recruiting and hiring? If you aren’t thinking and acting differently, I can guarantee you that someone else is.

CAI’s recruiting team is dedicated to helping you with all of your recruiting needs. Whether it’s learning more about strategies for recruiting great talent, having us recruit for and fill your vacant positions, or simply answering a few questions, we’re here to help! Please feel free to contact our recruiting team directly at 919-431-6084 or jill.feldman@capital.org.

 

Staying Connected with Remote Employees

Thursday, June 4th, 2015

remote employees

In today’s post, Advice and Resolution team member Renee’ Watkins shares helpful tips for staying connected with your employees who work remotely.

More and more businesses are embracing the use of remote, or virtual, employees. Whether the opportunity to work remotely is provided as a perk, a recruiting tool or for cutting costs, it requires a different mindset on the part of both the employee and their manager to be successful.

Some managers would argue it is difficult to manage employees working on the same floor of the same building, let alone across the country or on another continent altogether. Despite the advent of technology designed to enable team collaboration around the globe, there can be challenges with managing remote employees.

Employees and managers alike wrestle with trust issues in a remote situation. Often remote employees are rarely seen in person on a regular basis. Management can sometimes question whether work is being done when they cannot see it with their own eyes. Remote employees wonder if they are getting the same or as much information as their counterparts at the home office.

Peers who may not have the opportunity to work remotely may show signs of resentment toward remote employees. This can serve to alienate remote employees and lead to being disengaged. In some instances, remote employees do not receive the same level of recognition as local employees upon completion of a significant milestone – “Out of sight, out of mind.”

Hiring the right worker for a remote opportunity usually means someone who is trustworthy and professional enough to work independently and efficiently with little direction from management. For this same reason, management needs to make an extra effort to include remote employees in meetings, announcements and other activities as if they were on-site.

Here are some tips on how to manage remote workers:

Regular Status Updates

These should be held often enough to stay in sync with the remote employee, but not so often as to constitute micromanagement. By definition, a remote worker should not need micromanagement. However, if the remote worker desires more frequent status updates, do everything you can to accommodate them. This is a sign they desire more interaction and you want to keep them engaged in their job and the objectives you are working to achieve.

Work and Play

Remember interaction is not always about work. Employees and managers who work in the same office will naturally establish a bond on a personal level as well and engage in conversations which are non-work-related. Remote employees do not get this type of daily interaction, so it is important to work harder to have conversations about something other than work from time-to-time. Encourage other team members to reach out as well. If feasible, make sure remote employees are brought in for group activities or outings.

Project Share

Where teams are involved, route documents and status emails to the entire group throughout the life of the project. Make sure everyone understands the importance of their own role, as well as others. Keep the remote employees involved and visible to the project and project team.

Open Lines of Communication

Remote workers are less likely to report problems out of fear they will lose the opportunity to work remotely. Also, it is more difficult to recognize a worker who is under stress when they are not in the office each day. Make sure your remote workers know you are there to help them be successful and they have an equal amount of access to your attention as local team members, regardless of distance or geography.

For additional tips for managing your remote workforce, please give our Advice and Resolution team a call at 919-878-9222 or 336-668-7746.

Handling Stress in the Workplace

Tuesday, June 2nd, 2015

The following post is by Bruce Clarke, CAI’s CEO and President. The article originally appeared in Bruce’s News and Observer  column, The View from HR.

Bruce Clarke, President and CEO

Bruce Clarke, President and CEO

Few workplace environments are totally stress-free.

Most of us must work for money and benefits to provide our basic needs.  Yes, it would be nice if the job was fun and challenging, but too many are not.  Or maybe your manager does not know how to make it a good job!

If you have done everything you can to change things, and you must stay in the job for now, try some ways to limit its effect on the rest of your life.

NUTs

Scientists say much of our stress comes from NUTs,”Nagging Unfinished Tasks,” forcing us to think about things we should do but have put off.  Do you have a long list of workplace to-do items delayed for another day that cycles over and over in your head?  That’s NUTs.  The best way to get rid of NUTs is to do the unpleasant parts of the job first.  When you go home, there is much less to run through your head like a bad movie.

Go have that conversation, fix that mistake, do that boring task, finish the useless project your boss keeps asking about, produce that run for a difficult customer, finish the work you just do not like to do.  This really works!  You may even find the job is not so bad after all.

Flexibility

Work gets in the way when it has rigid time and place demands.  More and more, work can be done with flexible schedules and locations.  Many jobs have some room for flexibility where there is a willing manager and a good performing employee.

Would you like to work fewer hours?  How about hours outside the normal schedule?  Could you open up for early bird customers (or late arrivals) that currently go unserved?  Can the work be done anywhere?  Would you rather do ten-hour days, or work all weekend?  How could you get more done in less time with fewer unnecessary interruptions?

The point is, what change in place or time would help you fit work to your life, and help the employer provide better services or products?  Focus on what is good for both rather than just your own needs.  Maybe you can find an example at a competitor or similar business where this works well.  Talk to your manager.

Action Plan

If your best efforts to make the job work with your life have failed, it may be time to move on.  The best moves happen when you know what you really want and have a plan to get there.  Too many people leave a job impulsively for reasons such as “no travel,” only to find they now travel even more.

An Action Plan means you know what you want and you are willing to take time defining the steps to get there.  More importantly, you must have the discipline to actually follow (and sometimes revise) the steps.  It works best when your goals are positive rather than mostly avoidance of pain.

Too much stress in the workplace will affect your productivity, to say nothing of your state of mind and physical well-being. Be honest with yourself about when it may be time to leave a bad job.

Top 5 Things Employees Enjoy Most about Working for Their Company

Thursday, May 28th, 2015

In today’s video blog, Sean Walsh, CAI’s Survey Support Specialist, shares the top five reasons employees say they enjoy working for their employers.

He starts by asking, “Have you ever wondered what your employees think of your organization?”

Finding out whether your employees love or hate their workplace can be discovered by measuring employee attitudes through an Employee Opinion Survey (EOS). Sean says they are one of the tried-and-true methods of HR.

He shares that in 2014, over 3000 employees completed an employee opinion survey with CAI. In the video, Sean reveals the top five things that employees enjoy most about working for their current employers and why they enjoy these five workplace aspects:

 5) Benefits 

 4) Management

 3) Schedule / Hours 

 2) Job Responsibilities / My Work 

 1) Fellow Employees / Enjoy the People 

If you have any questions regarding Employee Opinion Surveys, or possibly conducting an Employee Opinion Survey yourself, please feel free to reach out to Sean at Sean.Walsh@capital.org.

 

Attract Top Talent with Your Employee Value Proposition

Tuesday, May 26th, 2015

employee value propositionYour Employee Value Proposition (EVP) is a critical tool in your efforts to attract top talent and keep your best employees.  Think of your EVP as the elements that would make up the second half of this sentence spoken by one of your employees, “I give my time, talents, best effort, ideas for making things better and drive to succeed to (fill in your company name) and in turn I get…”

These should be your key selling points when you are talking to great candidates and when you are reminding your employees why they continue to make the good decision to stay with your organization.

The Corporate Executive Board has released data demonstrating the importance of the EVP.  An attractive EVP can reduce the compensation premium needed to hire top talent by 50 percent.  An effective EVP enables an organization to improve the commitment of employees by up to 37 percent.

Now let’s be clear, I realize not every employer can have Google-level perks.  But you need to concentrate on the key things that differentiate you as an employer against the other companies with which you compete for talent.

Here are a few areas where you can differentiate:

  • Pay
  • Health insurance benefits
  • Vacation and paid time off
  • Work-life balance or blend
  • A clear organizational purpose/mission
  • Meaningful work
  • Career development and learning opportunities
  • Positive work environment
  • Autonomy
  • Big goals and a driven workforce

It’s not just one thing that makes a difference.  And despite the fact that I listed pay first, that is only one piece.  Many people would be more than happy to take the average wage for their role to work in a great environment where they are well respected, with a great work-life balance and the chance to make meaningful contributions.

Evaluate your organization’s EVP.  If you are not sure what it is, ask a group of your best employees.  Capture it.  Put it on paper.

Now think about the audience who you want to be able to attract and keep at your organization.  Do research on that group.  Does your EVP match up to what’s important to them in an employer?  If not, what do you need to change to make your organization a more attractive destination for them?

An important point is that you need to make sure your EVP aligns with the wants and needs of the talent you want to attract and keep.  If it doesn’t, you are investing money in the wrong things.  Reevaluate the situation and make choices based on what you know about your audience.

Having a well-formulated EVP based on strategic choices you’ve made as an employer will give you an advantage over your competition for talent.  If you haven’t already developed a clear EVP, now is the time to do so.

At CAI, we are happy to talk you through this and all of your other HR issues and opportunities.  Feel free to give our Advice & Resolution team a call at 919-878-9222 or 336-668-7746.

10 HR Practices that Destroy Small Business Productivity – Letting Poor Performance Slide

Thursday, May 21st, 2015

In today’s video blog, CAI’s VP of Membership, Doug Blizzard, continues his series on the ten HR practices that destroy productivity. This month Doug focuses on poor performers and how letting them slide drains company productivity, profit and growth.

Doug asks employers to think about poor performers in their lives and how the consequences of their actions can cause frustration for others. He then shares how poor performers can negatively impact top performers.

Offering insights from management thought-leader Bruce Tulgan, Doug says that “undermanagement” is one of the most detrimental phenomenon affecting businesses today.  Doug shares that poor performers come in three categories:

  • They don’t know what do
  • They can’t do what you’re asking
  • They won’t do what you’re asking

He continues the conversation with a mention of hiring practices. Many performance problems are really hiring problems in disguise.  To prevent problems, Doug advises employers to take more time assessing candidates.

If you’d like help managing your poor performers, please call CAI’s Advice and Resolution Team at 919-878-9222 or 336-668-7746.

 

The Questions You Shouldn’t Ask in an Interview

Tuesday, May 12th, 2015

interview questionsInterviewing candidates can be an enjoyable and sometimes stressful endeavor. This interview or interviews may be the only chance you get to ask all that you want to know about a candidate before you make a hiring decision.

You don’t want to forget to ask something and you do want to ask all of the right things. This could sound alarming to you, or maybe you love interviewing candidates and that is one of the reasons you decided to go into HR. No matter what your view is on interviewing, one thing you don’t want to do is ask questions that could get you and your company into trouble.

That’s right, trouble. There are interview questions that are illegal.  According to a recent survey from Careerbuilder.com*, one in five employers has unknowingly asked a job candidate an illegal interview question. The legality of these questions ultimately protects both parties involved. For you and your future candidates’ protection, take a look at this list of illegal interview questions:

  • What is your religious affiliation?
  • Are you pregnant?
  • What is your political affiliation?
  • What is your race, color or ethnicity?
  • How old are you?
  • Are you disabled?
  • Are you married?
  • Do you have children or plan to?
  • Are you in debt?
  • Do you socially drink or smoke?
  • When do you plan to retire?
  • Where do you live?
  • What was the nature of your military discharge?
  • Are you a U.S. citizen?

You may find that you have asked some of these questions before, or that you need to know these things to make your hiring decisions. You may have wanted to know if someone was ok with relocating so you asked her where she lives. To make sure you are protected, ask her instead flat out if she is willing to relocate. Or ask a candidate where he sees himself in fifteen years instead of when he is planning on retiring.

Think through interview questions before asking them, and make sure you aren’t breaking any laws!

For more information of the legalities of interviews and interview questions, contact a member of CAI’s Advice and Resolution Team at 919-878-9222 or 336-668-7746.

*Careerbuilder.com

Photo Source: COD Newsroom

Summer Planning for Youth Employment

Tuesday, May 5th, 2015
Pat Rountree, HR Advisor

Pat Rountree, HR Advisor

Summer is on its way, and in today’s post, CAI’s Advice and Resolution team member Pat Rountree shares critical information about summer employment opportunities for teens and young adults.

Applications for summer employment are likely already arriving as the school year draws to an end. Now is a good time to review things you need to know to be in compliance with laws affecting youth employment.

Wage and Hour Laws

Non-Agricultural

North Carolina and federal law have limitations on hours and occupations for employees under age 18 applicable to non-agricultural employers. Where North Carolina employers are also subject to the Fair Labor Standards Act (FLSA), the laws that offer the most protection to minors are applicable.

Youth under 18 may not work in any occupations determined to be hazardous or detrimental. (See http://j.mp/NC-HAZ and http://j.mp/NC-DET.)

During non-school weeks, there are no restrictions on hours for youth 16 and over. If they are attending school, they may not work during the hours of 11:00 pm to 5:00 am if they have school the next day unless waived in writing by a parent or principal.

Minors age 14 and 15 may not work in any manufacturing job and are limited to eight hours per day, 40 hours per week between the hours of 7:00 am and 7:00 pm (7:00 am to 9:00 pm from June 1 to Labor Day) during non-school weeks. They must also be given a 30 minute break after working five hours. For more detailed information on restrictions for youth age 14 and 15, go to http://j.mp/Y-15.

Children of business owners may work for their parents in their business any hours, but not in hazardous or detrimental occupations as noted above.

Agricultural/Farm Jobs

North Carolina does not regulate youth employment in agriculture. For the applicable federal law, go to http://j.mp/j-ag.

Youth Certificate Required

All youth under age 18 working in North Carolina must obtain a youth certificate (worker’s permit) and submit it to the employer prior to starting work. See http://bit.ly/ncdol-y. These must be retained for at least two years after employment ends or until the employee reaches age 20.

Agricultural Occupations

The North Carolina youth employment provisions do not apply to farm work.

Drug Testing and Background Checks

Attorneys recommend having the parent sign the consent for pre-employment drug testing or post-offer background checks if these are required contingencies. However, the results should be released to the minor and not the parent(s).

Completing the Form I-9

If the minor has documents to satisfy I-9 requirements, they may complete Section 1 and present documents.

If the minor cannot present documentation of proof of identity and authorization to work, the parent may complete Section 1 on behalf of the minor. (See http://j.mp/I9-m.)

If you have questions about youth employment, please contact a member of CAI’s Advice and Resolution team at 919‑878‑9222 or 336‑668‑7746.

Connecting with Peers Encourages Professional Growth

Thursday, April 23rd, 2015

CAI’s Peer Learning Recruiter, Jennifer Montalvo, shares the many benefits of collaborative learning in today’s post.

Jennifer Montalvo, Peer Learning Recruiter

Jennifer Montalvo, Peer Learning Recruiter

Whatever the phrase you choose: Masterminds, Power Circles or Peer Learning Groups, professionals are realizing that joining forces with others increases their ability to attain their goals.

According to Mia Taylor’s recent article on MainStreet.com,  Why Women Entrepreneurs Love New “Power Circles” Concept, where you meet, whether in a traditional group setting or virtually through an online community, is not as relevant as the genuine support that you receive as a participant. Members of these circles find power through the following:

FACILITATION & SCHEDULED MEETINGS:   Having set times to meet and a facilitator to drive conversations forward while seeking resolutions allows members to really get to know and trust one another.  This also creates an environment of safety and encouragement to step out of his or her comfort zone and engage in deep reflection.

AUTHENTICITY & STRENGTH:  There is power in joining forces and finding support with other peers.  When relationships are formed and trust is present, members are encouraged to dig deep, find their vision and pave a path to accomplish their goals.  Conversations become authentic rather than superficial.   They are able to draw from the strengths and experiences of others and solve problems.

CONFIDENCE & CLARITY:  Members are continuously reaping the rewards of these groups with increased knowledge and understanding of their field as well as the insight into “what comes next” in their professional path.  Members have been known to walk away from meetings stating they have never been so inspired due to the perspective and experience of others. 

Relationships are the currency in this economy of professional peers.  The value they find lies in each individual who is committed to contribute on a reoccurring basis.  In the end, members who may have been alone or isolated in their workplace are able to build partnerships, collaborate and strengthen alliances due to the power of their circle of peers.

If you would like more information regarding Peer Learning Groups offered here at CAI, please contact Jennifer Montalvo at 919-431-6093 or Jennifer.Montalvo@capital.org. If you are interested in learning  about CAI’s online community myCAI, please contact Jamie Roberts, CAI’s Virtual Peer Community Leader, at Jamie.Roberts@capital.org.

9 Steps to Elevate Your Employer Brand

Thursday, April 9th, 2015

recruitingBersin by Deloitte’s “Predictions for 2015: Redesigning the Organization for a Rapidly Changing World” included this important guidance:

Invest, refocus and redesign talent acquisition — leveraging network recruiting, brand reach and new technologies. In addition to marketing their organization and career opportunities, organizations should also market their mission, purpose, leadership team and work experience. Millennials and high performers look at all of these factors in an employer today.

The ten predictions from Bersin by Deloitte for 2015 cover topics from employee engagement to culture to new HR technologies and more. According to the report, the big overall trend for this year is that companies will have to re-engineer the way they do HR. What makes the prediction above so important is that last line, specifically the reference to high performers.

We are now in a job market where high performers can choose whichever company they want to contribute their talent and knowledge.  They can also much more easily walk away from a company that they feel is not allowing them to be as successful as they could be, or that they don’t believe in.

And these high performers are critical.  How critical?  A study by Ernest O’Boyle and Herman Aguinis published in 2012 found that a high performer can deliver 400% more productivity than the average performer.  400%!!

So if your top performers, or 4Xers, and the 4Xers you’d like to recruit to your organization, are paying extra close attention to your mission, purpose, leadership team and employer brand, you want to make sure that you’ve put the time in to develop those key items in a way that will attract and retain that top talent.

How can you go about doing that?  Here’s a suggested approach:

  1. Watch Simon Sinek’s “Start With Why” TED Talk video. Now, how can you apply that to your organization?
  2. Take a look at your Employee Value Proposition (EVP). If you’ve got it documented, great. If not, document it. What makes your organization a special place for employees to work? What differentiates you as an employer from those other companies that you compete with for employees?
  3. Evaluate your EVP. Is it what you want it to be? What will you need to do to continue to attract and retain 4Xers over the next two to three years? If you are where you need to be, great, continue on. If not, how can you get there?
  4. Use that EVP in your discussions with candidates and employees. Make sure your executives and managers use it. And most importantly, make sure you deliver it to employees. Nothing can be worse than saying one thing and doing another.
  5. Develop your core “talent” messaging by choosing three to five key points of your EVP to highlight. What are the things that matter most to your audience? Not sure what they are? Ask your best employees.
  6. Determine the demographics of your target audience (4Xers) and how to reach them. Social media? Websites/blogs? Trade publications? Newspapers?
  7. Establish your presence in those areas and start your messaging. Maximize your social media presence on whatever channel(s) your target audience loves. Learn how best to use these mediums so that you are not just blasting “advertising” at your audience.
  8. Highlight employees. Ask your best employees to shoot a video or offer a statement about what working for your organization means to them. Recognize your employees for accomplishments or for extra effort. Encourage them to share with family, friends and networked connections.
  9. Evaluate your progress. What’s working and what’s not? Keep and expand on the things that are working. Get rid of the things that are not (once you’ve given them a sufficient amount of time – roughly six months). Add something new that you think may have an impact. Then start over at whatever point in the process that makes sense for you.

Please consider these nine steps as a template to get you started and build on them.  You want to begin this process sooner and not wait until later.  Don’t wait to get it perfect.  Start influencing your future 4Xers now and step up your efforts to keep the ones you’ve got.

Questions?  At CAI we can walk you through this and most other employer challenges.  Feel free to contact me at martin.morgan@capital.org or 919-878-9222.